In 2016, I’ve decided to make it my mission in life to prove that employment branding is not hard to do. In the last two years, there’s been so much talk about the need to do Employment Branding, every recruiter, hiring manager and HR leader is feeling the pressure. Their first complaint? “Branding is a marketing function. We aren’t marketers.” But, that’s no excuse. At least, not any more.
I want you to clear your mind of everything you’ve been told about employment branding. I’m giving you a ‘do-over’ so you can start fresh. We’ll begin by dispelling the four most common (and, absurd!), employment branding myths.
Are you ready? Okay, here we go!
Myth #1 – You need a set strategy to properly launch your employment brand.
FACT: Employment brands aren’t created, they’re revealed. You need to just start doing employment branding so you can learn what works and what doesn’t. Your brand already exists, but it’s up to you to find the best way to put it out there. All the planning in the world won’t help. Until you start sharing your story with candidates, you won’t really know what resonates best.
Myth #2 – You need to create a lot of content – every day.
FACT: Who has time to create content all day long? It’s not about quantity, it’s about quality and consistency. Determine how much time you can truly commit to your employment brand and then create a list and start to work away at it. It’s better to post the same time each week then to post every day for a week, and then fail to post again for a month. The key is to set up a routine and stick with it.
Myth #3 – You need to be on every social media tool.
FACT: It’s better to do a couple of social media platforms well than spreading your time and resources too thin. Start with the most popular channels, like Glassdoor. Then, as you get more savvy, branch out to LinkedIn, Facebook and Twitter. Eventually, you’ll be ready to get creative and tackle some of the newest platforms, such as Instagram or Snapchat.
Myth #4 – You need an employment branding “expert” to get it right.
FACT: Nobody knows what it’s like to work at your company better than you. And, our studies at CAREEREALISM show 76% of job seekers want to hear about a company’s employment brand from recruiters and employees. Employment branding doesn’t require an expert consultant. You can do this. Just take baby steps. Which leads to this:
5 (Ridiculously Simple) Steps To Creating Your Employment Brand
I’m going to be presenting a webinar that will breakdown, step-by-step how any company, big or small, can share their employment brand with talent. I’m going to take all the guesswork out of it. Better still, I’m going to make it fun. (Seriously, I said, “fun.”)
It’s going to be like ‘paint by numbers’ for your Employment Brand. It’s also free to attend. If you can’t attend live, sign-up anyways and I’ll send you the recording. Come see how to finally remove your fears around employment branding so you can start attracting more qualified candidates.